Pre-employment selection assessments have the potential to contribute a great deal to one of the most business-critical and frequent decisions your organization has to make. But there are some important considerations associated with designing and implementing pre-employment selection systems.
How does your organization align the assessment tool to the requirements of the job or jobs in question? What steps can be taken to make sure it is delivering the intended (and advertised) return on investment, or ROI, specifically with your organization’s workforce?
Two acknowledged best practices serve to answer these questions, as well as provide the strongest evidence of legal defensibility available for pre-employment assessment: job analysis and assessment validation.